UNIDO Guide to Gender Analysis and Gender Mainstreaming the Project Cycle
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UNIDO Guide to Gender Analysis and
Gender Mainstreaming the Project Cycle
1
ACKNOWLEDGEMENTS The Guide to Gender Analysis and Gender Main- streaming the Project Cycle has been prepared by the UNIDO Office for Gender Equality and Empowerment of Women (GEW Office) under the overall guidance of Müge Dolun, Gender Coordinator a.i.. The document has been authored by Carmen Schuber, with substantive inputs and contributions from Dominika Dor and Nicolas Schmidt. Philip Wright provided support on copy editing and formatting. The GEW Office would also like to thank Giuseppe De Simone, Jessica Neumann and Freya Grünberg for their insightful inputs and suggestions. The publication was designed by Radhika Nathwani. The Guide is part of an organization-wide initiative to further enhance the mainstreaming of gender equality into UNIDO’s projects and programmes. DISCLAIMER This document has been prepared without formal United Nations editing. The opinions, designations and material presentations do not imply the expression of any opinion whatsoever on the part of UNIDO concerning the legal status of any country, territory, city or area or of its authorities, or concerning the delimitation of frontiers or boundaries. Photos are © UNIDO unless otherwise stated.
UNIDO Guide to Gender Analysis and Gender Mainstreaming the Project Cycle
TA B L E O F CO N T E N T S
List of Acronyms ......................................................................................................................................................................................................................................... 7
1. Why this Guide? ........................................................................................................................................................................................................................... 9
2. Background and Contextualization .......................................................................................................................................................... 10
3. UNIDO’s Approach to Mainstreaming GEEW
– UNIDO Gender Marker .................................................................................................................................................................................................... 14
4. Gender Mainstreaming in the Project/Programme Cycle ............................................................................ 18
4.1 What is gender mainstreaming? ...................................................................................................................................................................... 19
4.2 Examples and entry points for gender mainstreaming .......................................................................................................... 20
4.3 Gender-responsive indicators and sex-disaggregated data .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
5. Project/Programme Design and Formulation ....................................................................................................................... 24
5.1 The concept of a gender analysis ................................................................................................................................................................... 25
5.2 When should a gender analysis be conducted? ............................................................................................................................. 26
5.3 What scope should the gender analysis have? ............................................................................................................................... 26
5.4 Where can data and information for a gender analysis be found? .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
5.5 Key gender mainstreaming activities for project/programme design and formulation ...................... 30
6. Mainstreaming Gender Issues into Project Implementation .................................................................... 32
6.1 Gender action plan ......................................................................................................................................................................................................... 33
6.2 Communicating gender-related results .................................................................................................................................................. . 33
6.3 Working with institutions .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
6.4 Gender capacities and gender parity within implementation teams ...................................................................... . 34
6.5 Key gender mainstreaming activities for project/programme implementation .......................................... . 34
7. Gender-Responsive Monitoring, Reporting and Evaluation ........................................................................ 36
7.1 Key gender mainstreaming activities for project/programme monitoring, reporting,
and evaluation .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38
Glossary .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41
ANNEX 1: Suggested Structure of a Standalone Comprehensive Gender Analysis .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43
ANNEX 2: Collecting Gender-Responsive Data for Inclusive and Sustainable Industrial
Development (ISID) ............................................................................................................................................................................................................... 44
ANNEX 3: Generic Terms of Reference for Gender Expert (Project Design) ............................................................................. 55
ANNEX 4: Generic Terms of Reference for Gender Expert (Project Implementation) .................................................. 58
LIST OF ACRONYMS 6
AI Administrative Instruction
CEDAW Convention on the Elimination of all Forms of Discrimination Against Women
CP Country Programme
GEEW Gender Equality and the Empowerment of Women
ILO International Labour Organization
ILOSTAT International Labour Organization Database
INDSTAT UNIDO Industrial Statistics Database System
IRPF Integrated Results and Performance Framework
ISID Inclusive and Sustainable Industrial Development
ISO International Organization for Standardization
IWA International Workshop Agreement
M&E Monitoring and Evaluation
MSME Micro-, Small and Medium Enterprise
No. Number
PCP Programme for Country Partnership
SDG Sustainable Development Goals
ToR Terms of Reference
UN Women United Nations Entity for Gender Equality and the Empowerment of Women
WEPs Women Empowerment Principles
7
7
8
1
WHY THIS GUIDE?
This Gender Mainstreaming Guide and Toolkit provides
guidance, entry points and practical recommendations
for technical personnel and Gender Focal Points
working on UNIDO projects and programmes as well
as for implementing partners and stakeholders. It aims
to facilitate the effective and efficient integration of
gender considerations throughout the entire project/
programme cycle, with a particular focus on gender
analysis tools to support the important stage of project
design. It is applicable to a range of development
cooperation formats, including technical cooperation
projects and programmes, country programmes
(including PCPs) and normative and convening
projects. For research projects, the section on “Gender-
Responsive Indicators and Sex-Disaggregated Data”
(p. 22) and the chapter on “Gender-Responsive
Monitoring, Reporting and Evaluation” (p. 36) might
be of particular interest.
As this document provides general guidance, it is
meant to be read in combination with the thematic
technical guides specific to focus areas, particularly
when being applied to technical assistance projects
and programmes in areas such as sustainable energy,
environment, agri-business, digitalization, technology
and innovation.
9
2
BACKGROUND AND CONTEXTUALIZATION
10Advancing gender equality and the empowerment of jobs and equal representation in managerial functions
women is not only a human rights issue but also a matter has been repeatedly linked to improved development
of economic efficiency, effectiveness and sustainable outcomes1 and has a multiplier effect on inclusive and
growth. Advancements in women’s empowerment, sustainable industrial development (ISID).
including their income, education, access to decent
SPOTLIGHT: KEY INTERNATIONAL COMMITMENTS TO GENDER EQUALITY IN ISID
» The Convention on the Elimination of All Forms » The UN Agenda 2030 prioritizes gender
of Discrimination against Women (CEDAW); equality both as a standalone objective
through SDG 5 to achieve gender equality
» The Beijing Declaration and Platform for and empower all women and girls, and as a
Action; cross-cutting issue enabling and accelerating
» International Labour Organization (ILO) all other SDGs, including SDG 9 on industries,
conventions on gender equality: innovation and infrastructure.
• Equal Remuneration Convention » Agreed conclusions 1997/2 of the Economic
(No. 100) and Social Council on mainstreaming a gender
perspective into all policies and programmes
• Discrimination (Employment and in the United Nations system.
Occupation) Convention (No. 111)
» Gender equality and empowering women and
• Workers with Family Responsibilities girls is also an underlying principle of the
Convention (No. 156) 2013 Lima Declaration: Towards inclusive and
sustainable industrial development and the
• Maternity Protection Convention
2019 Abu Dhabi Declaration adopted at the
(No. 183)
UNIDO 18th General Conference.
• Violence and Harassment Convention (No.
190).
1
E.g. World Bank, World Development Report 2012: Gender Equality
and Development.
11Women and girls constitute approximately half of the in all phases of the project/programme cycle: in
population. However, to date, no country has fully design, formulation, implementation, monitoring and
achieved gender equality. In every society, there evaluation.
are gender-specific social norms and structures that Consequently, most donors and funding mechanisms
ascribe differentiated roles, duties and responsibilities consider advancing gender equality and women’s
to women and men, and thereby limit expectations of empowerment as a priority issue. For example, the
what they can or should do. Global Environmental Facility (GEF) requires projects
As is the case with other sectors of the economy, to adopt a gender-responsive approach as a condition
many occupations in industry and the manufacturing for approval. 3 1
sector tend to be predominated by one gender, which Women and men are not homogenous groups that
often also results in women and men having different face equal disadvantages. Many women and men
knowledge, skills and networking opportunities. face multiple and intersecting forms of discrimination
Occupations mainly held by women tend to be based on religion, social status, ethnicity, age, sexual
lower paid than those held by men. Also, while orientation, disability, etc. For example, a woman
progress has been made, women remain severely middle manager in Central America with a postgraduate
underrepresented in managerial and oversight degree will face other issues than a young woman in
positions, are often paid less than men for the South Asia who works as a seamstress in the textile
same work,2 and have less opportunities to have sector. Also, gender issues include the various gender
their voices heard in decision-making processes. expressions and identities that go beyond the binary
To ensure that a project or programme is efficient, division between women and men. For the purpose of
effective and leaves no one behind, women and men this guide, the binary division of women and men is
should be able to equally access, participate in and employed with the understanding that an intersectional
benefit from it. Therefore, the needs, roles, challenges lens should be applied when mainstreaming gender
and opportunities of beneficiaries – both women and issues throughout a project.
men – must be identified, considered and addressed
GENDER INEQUALITIES IN INDUSTRY AND THE ECONOMY
Women are disproportionately represented at either unserved or underserved, reflecting an
the bottom of the manufacturing value chain: estimated finance gap for women-owned MSMEs
While women constitute 39% of the workers of $1.7 trillion.c This is rooted in social, cultural
in the manufacturing sector globally,a they are and legal barriers for women to own productive
overrepresented in low-wage, semi-skilled and resources, especially land, which are often
often precarious positions, especially in labour- required as collateral.
intensive sectors of the global value chain such Women are severely underrepresented in
as the textile, apparel, leather and footwear and management and decision-making positions:
horticultural sectors. Also, evidence suggests that According to research conducted in 56 countries
these jobs are most affected by technological in 2019, only one out of five board seats (20.6%)
advancements such as automatization and are held by women. The proportion is even lower
digitalization brought about by the Fourth in the energy sector (18.5%) and the ICT sector
Industrial Revolution, which is expected to replace (17.9%).d
more jobs held by women than by men.b a
ILOSTAT baseline data on global estimates of sectoral distribution
Women-owned micro-, small and medium of employment (ISIC Rev. 4).
enterprises face particular challenges in b
IMF Staff Discussion Notes No. 18/07. (2018) Gender, Technology,
accessing finance and affordable credit: and the Future of Work.
Women-owned MSMEs are generally smaller than c
IFC. (2017) MSME Finance Gap: Assessment of the Shortfalls and
their male-owned counterparts and represent Opportunities in Financing Micro, Small and Medium Enterprises
around 28% of businesses globally. At the in Emerging Markets, p. 36-39.
same time, they account for a disproportionate
d
Credit Suisse. (2019) The CS Gender 3000 in 2019: The changing
face of companies. Findings based on a survey of over 3,000
amount (32%) of the MSME finance gap as 80% companies across 56 countries and comprising 30,000 executive
of women-owned MSMEs with credit needs are positions.
2
This is also referred to as the adjusted gender pay gap, which 3
See GEF 2017 Policy on Gender Equality: https://www.thegef.org/
shows differences in women’s and men’s salaries that cannot sites/default/files/council-meeting-documents/EN_GEF.C.53.04_
be explained by differences in education levels, years of work Gender_Policy.pdf and GEF Guidance to Advance Gender Equality
experience, industry, job title, etc. The non-adjusted gender pay
in GEF Projects and Programmes: https://www.thegef.org/sites/
gap also reflects the unequal participation of women and men in the
workforce and is estimated at 23 % globally. For more information, default/files/council-meeting-documents/EN_GEF.C.54.Inf_.05_
see e.g. ILO. (2018) “What lies behind gender pay gaps” in Global Guidance_Gender_0.pdf.
Wage Report 2018/19.
12
12ADVANCING GENDER EQUALITY AND WOMEN’S EMPOWERMENT IS GOOD FOR BUSINESS
» It is estimated that advancing gender » Companies that improved gender diversity
equality could add $12 trillion to the global on their boards from 2013 to 2018 were
GDP within ten years (2015-2025).a significantly more likely to reduce energy
consumption, water use and greenhouse gas
» Enhancing women’s access to finance emissions (60%, 46% and 39% respectively)
could unlock $330 billion in annual global than those who did not.d
revenue.b
» Innovation mindset is six times higher in
most gender-equal workplace cultures than
in the least gender-equal ones.c
a
McKinsey Global Institute: (2015) The Power of Parity: How c
Accenture. Getting to Equal 2019: Creating a culture that
Advancing Women’s Equality Can Add $12 Trillion to Global drives innovation; data based on an online workforce survey
Growth. of more than 18,000 professionals across companies of
different sizes and across genders in 27 countries. A culture
b
Bank of New York Mellon & United Nations Foundation:
of equality is based on 40 factors listed on p. 27-29. An
(2018) Powering Potential - Increasing Women’s Access to
example of such factors is promoting paternity leave.
Financial Products and Services.
d
FP Analytics: (2019) Women as Levers of Change. Unleashing
the Power of Women to Transform Male-dominated Industries,
p.14.
133
UNIDO’S APPROACH TO MAINSTREAMING GEEW –
UNIDO GENDER MARKER
14As stipulated in the UNIDO 2019 Policy and 2020-2023 envisaged contribution to gender equality and the
Strategy on Gender Equality and the Empowerment of empowerment of women as a precondition to approval
Women, the Organization is committed to promoting for implementation. This is done based on the criteria
gender equality and ensuring that women and men can of the UNIDO Gender Marker as indicated in the UNIDO
equally lead, participate in and benefit from industrial Gender Compliance and Marker Form. Within its four-
development measures. 4 In addition, the percentage
1
level scale of assessment (see table below), UNIDO
of projects/programmes with gender-informed design Gender Markers 2A and 2B are the desired good
is measured as part of the portfolio management practice as per the 2020-2023 Gender Strategy. 5 Also, 2
indicators of the UNIDO Integrated Results and in line with UNIDO’s commitments and priorities, it is
Performance Framework (IRPF). strongly discouraged to design projects with a Gender
Marker 0.
UNIDO’s project and programme approval function
requires all projects and programmes to assess their
Table 1: UNIDO Gender Marker description and selected examples.
Examples
Technical Country Normative and
Gender Marker Description Cooperation Programmes and Convening
Projects/ PCPs Projects
Programmes
0 No expected The initiative Drafting or Not applicable. Collection of
contribution has a very updating quality statistics on the
to gender remote human management utilization of
equality or social standards environmentally
component. for chemical harmful substances
and process in a sector.
industries.
1 Limited Gender issues A project to A country Normative:
expected are partially support the programme with Research on
contribution reflected in the establishment projects that businesses in
to gender objectives and of a training equally benefit an industrial
equality results and are center on waste women and men sector collects
addressed in management that and collects sex- and analyzes
some activities. promotes gender disaggregated information on the
parity among baseline data gender of managers
trainers. in the targeted and owners of
sectors. the companies
surveyed.
Convening:
A conference
on industrial
development
ensures
approximate
gender parity
of speakers
and includes
mention of equal
opportunities.
4
Please refer to the UNIDO Policy Brief and Working Paper “Inclusive 5
In its Strategy for Gender Equality and the Empowerment of Women
and Sustainable Industrial Development: the Gender Dimension” (2020-2023), UNIDO committed to increasing the annual ratio of
for further details on the link between industrial development and newly approved projects with a Gender Marker 2A or 2B to 45%.
gender equality.
15Examples
Technical Country Normative and
Gender Marker Description Cooperation Programmes and Convening
Projects/ PCPs Projects
Programmes
2A Significant Gender issues A project A country Normative: A
expected are not the designed to programme with report on a topic
contribution main objective support the one component related to ISID
to gender but are development dedicated to with dedicated
equality significantly of small strengthening chapters on the
reflected (i.e. businesses, women‘s access differentiated
through a with a specific to markets and impacts on men
dedicated focus to increase entrepreneurial and women
output/ technical and capacities. workers and
component). marketing business owners/
and integrated opportunities managers.
(mainstreamed) for women Convening:
in all relevant entrepreneurs. A conference
dimensions: aiming to convene
results, experts on
activities, inclusive industrial
GOOD PRACTICE
monitoring/ development with
evaluation gender-related
framework. topics covered
under several
sessions.
2B GEEW is the The initiative A project A country Normative:
main focus specifically to enhance programme with Research
targets gender opportunities for the immediate on women’s
equality and/ green jobs for objective to representation,
or women’s women. increase women’s equal
empowerment. participation opportunities
in all priority and equal pay
sectors of the for equal work
programme, in the industrial
and with workforce.
gender issues Convening: A
mainstreamed conference on the
into all gender-related
components. aspects of the
Fourth Industrial
Revolution.
1617
4
GENDER MAINSTREAMING
IN THE PROJECT/
PROGRAMME CYCLE
184.1 What is gender mainstreaming?
DEFINING GENDER MAINSTREAMING AND THE “DO NO HARM” PRINCIPLE
What is gender mainstreaming? The “do no harm” principle
Mainstreaming a gender perspective is the Every ISID project or programme is embedded
process of assessing the implications for in a particular context and designed with the
women and men of any planned action, ultimate objective to benefit people – men
including legislation, policies or programmes, and women – directly and indirectly. Thus,
in all areas and at all levels. It is a strategy every project/programme has a gender angle.
for making both women and men’s concerns, Applying a “do no harm” approach requires
experiences and aspirations an integral abstaining from reinforcing existing gender
dimension of the design, implementation, inequalities. In order to do so, every project
monitoring and evaluation of policies and must conduct a basic review and assessment
programmes in all political, economic and of gender implications to understand the
societal spheres so that they benefit equally, potential impact of activities on women and
and inequality is not perpetuated. The ultimate men – their different rights, needs, roles, and
goal is to achieve gender equality. a 1
opportunities – and the gender relations in the
industry, economy and society.
a
ECOSOC Agreed Conclusions E/1997/66 of 18 July 1997.
The different situation of women and men needs to ensure that women and men can equally access and
be taken into consideration in the project design and benefit from project goods, resources and services,
reflected in all stages of the project cycle in order to and equally participate in project activities and
ensure that the project equally benefits both genders. decision-making processes.
The main objective of gender mainstreaming is to
Figure 1: Mainstreaming gender issues at different stages of the project cycle
Gender-responsive M&E
DESIGN
Knowledge Results-based Gender analysis
M&E sharing management
FORMULATION
Risk management
Gender-specific actions &
capacity building
Gender strategy/action plan
INPUTS:
» Gender expertise IMPLEMENTATION
» Financial resources
» Time
194.2 Examples and entry points for gender mainstreaming
The table below provides some examples of activities equally access, participate in and benefit from the
and entry points to ensure that women and men can project/programme.6 3
Table 2: Potential entry points for mainstreaming gender into industrial development projects/programmes
ACTIVITY GROUP ENTRY POINTS FOR GENDER MAINSTREAMING
Establishing, convening and » Committees, bodies and fora for decision-making and consultation
supporting decision-making and have approximate gender parity (40%-60%)
advisory bodies
» Women’s associations, women’s networks and women’s rights
organizations are included in policy consultations
Drafting of and advice on policies, » Enhancing gender equality in the focus area is included as one of
strategies and legal norms the objectives of the strategy, backed by specific measures
» Differences in needs, roles, challenges and opportunities between
women and men – as workers, entrepreneurs, consumers and
recipients of public services – are identified, highlighted and
addressed
Capacity-building and training » A gender component is integrated into all trainings (e.g. when
conducting a workshop on water reuse and recycling, highlight
differentiated roles, rights and responsibilities of women and men
in relation to water and resulting gender-specific entry points)
» Specific activities for the underrepresented gender (e.g. training,
mentoring and networking activities) are conducted as needed
» Equal access to training is ensured, taking into consideration
practical gender needs such as specific needs of women regarding
safety, location, timing, childcare, etc.
Advocacy, public awareness and » Knowledge and advocacy materials include a section on gender
sensitization issues (e.g. information on gender-differentiated impacts)
» Photos and interviews include both women’s and men’s pictures
and voices
» Specific knowledge and advocacy products on gender issues of
the specific topic are produced
Events, meetings, conferences, » Gender aspects of the specific topic are included in the main
platforms programme
» There is approximate parity of male and female speakers (40%-
60%, see also AI/2020/03 - Equal representation of women:
UNIDO’s policy on panel parity)
6
Detailed gender mainstreaming guidelines, tools and examples
on specific thematic ISID areas are provided in the UNIDO
thematic Gender Mainstreaming Guides.
20ACTIVITY GROUP ENTRY POINTS FOR GENDER MAINSTREAMING
Supporting start-up entrepreneurs » Gender considerations are included as part of the assessment
or business owners: recognition criteria
(e.g. awards), financial and
technical support » There is specific outreach to and encouragement of women to apply
for UNIDO support
» Temporary special measures such as quotas for women are
considered
» In project design, the selection of value chains is inter alia made
based on their potential to increase the participation and situation
of women entrepreneurs and workers
» There is approximate gender balance in selection committees, and
committee members are sensitized on (unconscious) gender bias
Analysis and statistics: research, » Data is disaggregated by sex both at the individual and company
assessments and information level (women- and men-owned/led businesses)
gathering
» Gender issues – both qualitative and quantitative – are included
in research proposals
» In interviews with research target groups, there is equitable
representation of women and men
Advice on human resource issues » Affirmative action:
and enabling work environment • Women are prioritized in case of equally qualified candidates
(also within project/programme
• Targets and quotas are set for women in managerial positions,
teams as applicable)
and for recruitment, retention and promotion of women
» Job advertisements are widely circulated, also through women’s
networks and associations, and women are specifically encouraged
to apply
» Gender-related knowledge and skills are included in job
descriptions, investigated during job interviews and included in
performance appraisals
» Flexible working arrangements as well as maternity and paternity
leave entitlements
» Salary transparency
» Zero tolerance policies on sexual harassment are in place and
implemented
» Companies, industry associations and chambers of commerce
sign up to and implement the UN Global Compact’s Women
Empowerment Principles
Operational level: procurement of » Specifications for services, goods and equipment take the needs of
goods and services both women and men into account (e.g. the request for proposal of
architectural services to plan an industrial facility requires a nursing
room and separate bathrooms and changing rooms)
» Procurement notices are also disseminated on platforms and
networks frequently used by women-owned/-led businesses, such
as women’s business organizations, and/or directly to relevant
women-owned/led businesses
» The ToR/technical specifications of procurement notices request
information from bidders on their corporate action to promote
GEEW according to the Women Empowerment Principles or similar
frameworks
» If an evaluation method with weights or points is applied, additional
points could be awarded to the bidder for demonstrating gender-
responsive activities, policies and strategies
214.3 Gender-responsive indicators and sex-disaggregated data
Gender-responsive indicators can measure either » Individual level: Number or percentage of women;
quantitative change based on sex-disaggregated number or percentage of men
statistical data or qualitative information.
» Company level: Number or percentage of
Quantitative gender indicators measure numerical women-owned/-led businesses; number or per-
changes over time. In result frameworks and research centage of men-owned/-led businesses.
activities, data should be disaggregated both at
the individual and company level – this is also a Qualitative gender indicators measure changes
requirement for UNIDO reporting (see AI/2020/02 - in experiences, attitudes or perceptions, such as
Managing for Results: A Guide to UNIDO’s Integrated women’s levels of empowerment or women’s and
Results and Performance Framework (IRPF) Approaches men’s attitudes towards gender equality.
and Tools):
DEFINITION OF WOMEN-OWNED AND WOMEN-LED BUSINESSES a
To be considered a women-owned or a women- A women-led business is a business:
led business, the following cumulative criteria
must be met. » that is at least 25% owned by one or more
women,
A women-owned business is a business: » whose management and control lie with one
or more women,
» that is more than 50% owned by one or more
women, » that has at least one third of the board of
directors comprised of women, where a
» whose management and control lie with one board exists,
or more women,
» where a woman is a signatory of the
» where a woman is a signatory of the
business’ legal documents and financial business’ legal documents and financial
accounts, and accounts, and
» that is operated independently from other » that is operated independently from other
non-women-owned businesses. non-women-led businesses and/or non-
women-owned businesses.
a
International Organization for Standardization’s International Workshop Agreement no. 34 (ISO/IWA 34) on Women’s
Entrepreneurship
22Figure 2: Examples of advancements in women’s economic empowerment to be reflected in qualitative
indicators
POWER AND AGENCY ECONOMIC ADVANCEMENT
lncreased financial lncreased profits
independence
lncreased self-efficiency Access to new markets
Enhanced lncrease in
Increased negotiation technical Change in
bargaining and ACTIVITIES knowledge business
power presentation and marketing practice
skills skills
OUTPUT
Ability to Improved products
make decisions
OUTCOME
Increased control of Improved livelihood
financial resources
IMPACT
235 PROJECT/PROGRAMME DESIGN
AND FORMULATION
24As in all fields, proper planning is critical for effective tions in a project or programme document, gender
and efficient gender mainstreaming to ensure that issues first need to be identified and analyzed. This
industrial development initiatives equally benefit process is referred to as gender analysis.
women and men. In order to reflect gender considera-
5.1 The concept of a gender analysis
GENDER ANALYSIS – EXECUTIVE SUMMARY
A gender analysis should lead to the inclusion A gender analysis should therefore investigate
of explicit measures in the project/programme the following questions as they apply to the
design so as to: relevant sector and region of implementation,
and to targeted stakeholders and beneficiary
» avoid perpetuating or reinforcing gender groups:
inequalities (“do no harm” approach);
1. What are the key gender issues in the sector/
» overcome barriers to women’s full region?
participation in project/programme
Consider whether there are any differences in the
activities;
roles and needs of women and men in the sector/
» ensure that women and men benefit equally region. Important areas in which to identify
from the project’s/programme’s results; such possible gender differences include main
sources of livelihoods, levels of participation
» incorporate specific activities to address in the labour market as well as wage gaps, and
gender inequalities and constraints, and rates of firm ownership.
meet gender-specific needs and priorities;
and 2. How might the project/programme affect
women and men differently?
» use gender-specific and sex-disaggregated Consider how the project/programme is likely
indicators, including impact indicators, to to have differential effects on women and men
monitor and evaluate progress and results.
– positive and negative. As a starting point,
identify any economic, educational, legal, social
and cultural constraints on women’s potential
participation in the project/programme.
A gender analysis is the starting point of There are two ways to conduct a gender analysis: it
mainstreaming gender issues into a project/ can either be carried out as a standalone research
programme. It collects and analyzes relevant exercise or combined with other analyses. In fact,
quantitative data and qualitative information as from an efficiency and effectiveness perspective,
regards differences in women’s and men’s roles, the gender analysis, or parts of it, can and should
values, power dynamics and behaviours that shape be integrated into other assessments that inform
their access to economic assets, productive resources project/programme design and formulation,7 in
and participation in decision-making. On this basis, particular since gender equality and the empowerment
the gender analysis should describe any possible of women is a cross-cutting issue. Often, the most
differential impact of the project/programme on practical and resource-efficient approach is to include
women and men, and recommend alternatives to gender-related questions in industrial statistics, value
ensure that targeted beneficiaries of all genders can chain analyses, energy system reviews, trade com-
equally access, participate in and benefit from the petitiveness analyses, stakeholder analyses, and
planned activities. other data collection activities and surveys. However,
However, a gender analysis is only a means and not adequate gender capacity within the research team
an end by itself. Its findings, insights and recom- is required to ensure the quality of gender-related
mendations must be integrated into project/ aspects of assessments.
programme formulation and applied throughout the
project cycle.
7
An example of such an integrated approach would be the use
of the UNEP-DTU (2018) Guidance for a gender-responsive
Technology Needs Assessment in climate change adaptation and
mitigation projects.
25EXAMPLE OF A STANDALONE GENDER ANALYSIS AND OF MAINSTREAMING GENDER ISSUES
INTO OTHER ASSESSMENTS
Standalone gender analysis: Integrating a gender analysis into other
A programme for sustainable and inclusive assessments:
growth in a country’s fisheries sector planned In the inception phase of a regional project
for a standalone gender analysis given the large to improve agricultural value chains through
size of the programme and expected scope of blockchain technology, a research team
gender issues. The national Gender Expert who conducted fact-finding missions in target
conducted the analysis gathered relevant sex- countries. The team consisted of agricultural
disaggregated statistical data and conducted value chain experts, a blockchain expert, a
stakeholder interviews as well as mixed and gender and inclusion expert and private sector
women-only focus group discussions at the partners. The agenda of the mission was jointly
community level. developed, and meetings, which included
The detailed picture provided of the distribution meetings with women-owned and women-led
of work and decision-making between women and businesses, were jointly attended.
men showed that while approx. 75% of the post- This concerted approach led to a more effective
harvest fish processing is conducted by women, use of time for all actors involved, including
their representation and decision-making power national counterparts. Also, due to formal
in community fisheries management committees and informal exchanges among the team,
is limited. recommendations for the implementation
The recommended entry points and identified strategy were more harmonized, integrated and
baselines of indicators enabled the programme effective.
manager to amend the results framework and
budget to include awareness-raising activities
on the benefits of women’s representation in
decision-making, and to support committees
in establishing a minimum quota for women’s
representation.
5.2 When should a gender analysis be conducted?
Since a gender analysis is a means to inform project/ If conducting a gender analysis before the finalization
programme design and formulation, it should ideally of a project document is not possible, the project/
be conducted at the identification or design stage, programme document should:
i.e. before the finalization of the project/programme a) include a clear time frame and sufficient budget
document and at the same time as other analysis for the gender analysis to be conducted during the
and data collection activities. This ensures that the inception phase; and
findings can be taken into consideration already
in the formulation stage, notably in all parts of b) provide flexibility to adjust and further concretize
the project/programme document (description of all components of the project/programme document
context and justification, theory of change, project based on the results of the gender analysis.
results framework, risk assessment, monitoring and
evaluation framework, etc.) and applied throughout
implementation, monitoring and evaluation.
5.3 What scope should the gender analysis have?
i. General considerations Its content and level of detail should be adequate and
specific to:
A gender analysis investigates the gender roles and
power dynamics specific to the context and sector » The direct and indirect effect of the project on
targeted by a (planned) project/programme. Therefore, women and men. A project/programme will always
the scope of the gender analysis varies depending on have some level of relevance to gender equality
the nature of the initiative. and the empowerment of women as its indirect,
26and also often direct, beneficiaries will be a subset society organizations and other multilateral and
of a population or society – women and men. bilateral development cooperation actors can
avoid duplication of efforts both for the project/
» The complexity of the project/programme, in programme team as well as for beneficiaries.
particular its geographic scope, industrial sector
or specific value chain, and the number and type
of partners involved. The budget of the project/
ii. Thematic areas of a gender analysis
programme could be considered as a secondary
proxy, however bearing in mind that the cost of A good gender analysis is as specific to the project/
project activities varies. programme objective as possible. However, as a
starting point, data should also be collected at a more
» The knowledge already available within the
project/programme team and implementation general level to embed the findings in the broader
partners. Collecting existing analyses and reports economic, social and cultural context.
on gender issues relevant to the specific context The table below provides an overview of issues to cover
that are available on the internet, or directly with in a gender analysis for an industrial development
partners such as governments, UN entities, civil project/programme.
Table 3: Indicative questions for a gender analysis of industrial development projects/programmes
AREA THEMES INDICATIVE QUESTIONS
Education and skills » What is the legal status of women in the country of
training: Different skills, intervention?
capacities and aspirations
of women and men. » What are commonly held beliefs, perceptions, and
stereotypes relating to gender issues in the sector or
Cultural norms: Laws, social value chain?
CONTEXT norms and attitudes within
a community that define » What are the training and education levels among
what women and men can/ women and men for the skills required in the specific
should do. sector or value chain?
» Which women’s organizations or representations are
active in the sector?
Labour force » What is the division of labour among women and men?
characteristics: Division of
labour (participation levels » How is the workforce participation of women and men
and sectoral segregation). in a) the formal economy and b) the informal economy?
• Are women or men disproportionately represented
in the sector or value chain, and if yes, at which
Household and care occupations and wage levels?
work responsibilities:
Labour division within • What is the percentage of women in managerial
the household and the positions and as business owners?
community.
» How do the schedules and workloads of men and women
ECONOMY & differ in an average household?
ROLES
• Who manages the household?
• Who cares for children and the elderly, and are social
programmes available to supplement/replace this
unpaid care work?
• How long are women expected to stay at home with
young children?
» Do women have effective access to compensated
maternity leave? Can men take parental leave, and if
yes, which percentage of men do?
27AREA THEMES INDICATIVE QUESTIONS
Access to and control » Is there a difference in the average remuneration of
over resources: Access women and men (non-adjusted gender pay gap) or the
to and control over land, average remuneration of women and men when taking
credit, capital, financial into consideration an employee’s skills and education,
services, business work experience, occupation, level of responsibility and
services, technology, decision-making power (adjusted gender pay gap)?
skills, education, social
» Is the source of income stable throughout the year or is
programmes, etc. it limited to certain months?
» Do women and men have equal access to finance,
RESOURCES credit (e.g. bank loans, microfinance, savings and credit
cooperatives), collateral and business development
services – in law and in practice?
» Are there differences in law (including customary law)
and/or practice between women and men as regards
land ownership (property regimes, inheritance laws)?
» Do women and men have equal access to technologies,
information and services – in law and in practice?
Women in leadership: » How are women involved in economic decision-making?
Political representation and
representation at decision- » What is the level of representation of women in the
making levels within firms. political sphere (national, sub-national and local level)?
» How are decisions taken in the average household,
including household spending? Are the bargaining
positions of women and men different?
DECISION- » What is the percentage of women in supervisory or
MAKING managerial positions, as business owners, in unions
and cooperatives (quantitative)?
» How do women contribute to the decision-making
process (qualitative)? Can women easily participate in
meetings, and if yes, are their voices heard? Do women
themselves believe that they have a valuable voice or
the potential/right to act as leaders?
Project/programme » Which opportunities and entry points could the project/
inclusion: Equal access to programme provide to ensure equal participation and
and benefits derived from benefits? How will the project address any identified
all aspects of a project or inequalities?
programme regardless of
» Does the project/programme address the different
gender.
needs and priorities of women and men?
» Will services and technologies provided by the project/
BENEFICIARIES programme be available and accessible to both women
and men? Will women and men equally participate in
trainings and capacity-building activities?
28In addition, the gender analysis should: • national, subnational and local NGOs working
in the area of gender equality and women’s
Refer to gender-related international frameworks,
(economic) empowerment;
national laws and policies and the UNIDO 2019 Policy
and 2020-2023 Strategy on Gender Equality and the • women’s representations such as women’s
Empowerment of Women.8 business associations, women trade unions
and women cooperatives.
» Provide an overview of stakeholders working on
GEEW in the project/programme context (as part » Collect missing sex-disaggregated baseline data
of the stakeholder analysis), such as: for all indicators of the project’s/programme’s
results framework that refer to individuals or
• gender focal points of relevant national businesses.9
ministries (e.g. agriculture, fisheries, industry,
la-bour, trade), industry associations, and
other public gender machineries on the
national and subnational level;
5.4 Where can data and information for a gender analysis be found?
In order to understand if, how and why women and * figures on gender inequality in the law
men are affected differently within a particular con- and legal barriers to women's economic
text or sector, both quantitative data and qualitative participation (Women, Business and the
information should be collected and analyzed. Law indicators)
For an initial overview, resources such as UN Women * data on women’s representation as firm
Country Fact Sheets, and the sections on education, owners, in management, and in the work-
employment, economic and social benefits, and force (from World Bank enterprise surveys)
rural women of the Concluding Observations of the
CEDAW Committee on State Parties’ periodic reports * sex-disaggregated data and statistics from
on the implementation of their obligations under the the International Labour Organization
UN Convention on the Elimination of Discrimination Statistics database (ILOSTAT)
Against Women provide a general overview of a • United Nations Statistics Division – Minimum
country’s state on gender equality and women’s Set of Gender Indicators for SDGs by country
economic empowerment. or region
For quantitative data sources, consider:
• for OECD Countries: OECD Gender Data Portal
» International databases:
• sex-disaggregated data and indicators of the
Please see Annex 2 for a detailed practical guide on Global Entrepreneurship Monitor
collecting sex-disaggregated data and quantitative
gender indicators for ISID projects/programmes • Further consider: UNESCO Statistics Database;
through international data platforms. World Bank Global Financial Inclusion (Global
Findex) Database; OECD Gender, Institutions
• UNIDO Statistics Database Portal (INDSTAT) and Development Database; International
(free access for UNIDO personnel upon re- Telecommunication Union Database; etc.
quest): Among other industrial statistics, the
database provides percentages of female » National databases and national bureaus of
employment per industrial sectors and statistics
subsectors 10 by country or region
» Baseline data collection exercises specific to
• World Bank Gender Data Portal, in particular the project/programme, e.g. collecting data from
its indicators on economic opportunities. This companies within the targeted sector on:
portal inter alia features: • the women-to-men ratio of employees
* sex-disaggregated data by country or in administrative occupations, frontline
region on saving, borrowing, making production positions, and managerial or
payments, managing risks (Global Findex decision-making positions; and/or
indicators) • possible differences between women and men
as regards exposure to hazardous materials.
8
The project/programme donor’s development cooperation strategy For a classification of sectors and subsectors, see the International
10
or gender policy and approaches to gender issues in development Standard Industrial Classification of All Economic Activities –
cooperation may equally be of interest. Revision 4 (ISIC4).
9
For a definition of women-owned and women-led businesses,
please see p 22. above.
29For qualitative data sources, consider:
SETTINGS WHERE SINGLE-GENDER AND
» recent reports, studies, literature and gender
analyses from a variety of stakeholders; WOMEN-ONLY FOCUS GROUP DISCUSSIONS
ARE ESPECIALLY IMPORTANT:
» in-depth surveys and interviews with stakeholders
and representatives on the national, sub-national
and/or local level, including with: » to identify or discuss specific challenges for
women and the possible means to address
» women’s groups, women’s cooperatives and
them (affirmative action for women’s em-
women’s business associations,
powerment),
» private sector representatives (e.g. industry
» in settings where public representation and
associations, trade unions, chambers of com-
decision-making is male-dominated and
merce),
women are not used to speaking publicly,
» gender focal points of development especially in the presence of men,
cooperation partners working on ISID-related
» for questions that address power relations
issues,
between genders,
» government representatives (e.g. gender focal
» for questions that address personal or
points of ministries for industry, economy,
sensitive issues (gender-based violence,
agriculture and fisheries, and women’s affairs),
harassment, intimate and health issues,
» focus group discussions with envisaged cultural and social norms etc.).
beneficiaries/participants, including one or
more single-gender and women-only focus
group discussion(s),
» observations of project/programme personnel.
5.5 Key gender mainstreaming activities for project/programme design and
formulation
The following table provides an overview of considerations should be explicitly reflected in the
suggested key activities to include in the project/ project/programme document.
programme design based on a gender analysis. These
Table 4: Key gender mainstreaming activities to include in project/programme design and formulation
ENTRY POINTS FOR GENDER MAINSTREAMING -
ITEM
PROJECT/PROGRAMME DESIGN AND FORMULATION
The justification, background or context analysis highlights relevant gender differences
Situational and possible adverse impacts that may affect the equal access to, participation in and/
Analysis or benefit from project/programme activities (including groups facing multiple and
intersecting forms of discrimination).
Project/programme formulation considers lessons learned and best practices of previous
initiatives regarding equal access, participation and benefits for women and men.
Gender issues are reflected in:
Project/
Programme » the theory of change,
Response » the risk assessment framework, e.g. possible gender equality-related policy changes
and economic or societal trends,
» possible differential impacts on women and men of identified risks, and
» the monitoring, reporting and evaluation framework (see p. 36 for details).
30The results framework includes gender-specific indicators, baselines and targets to track
Data, Indicators
outputs, outcomes and impact.
and Statistics
Adequate gender expertise and approximate gender parity (40-60%) among project/
project/programme personnel and committees is envisaged.
Gender
Capacities The project/programme proposal indicates existing gender capacities and identifies
/ Human gender capacity development needs as there may be among:
Resources a) implementation and coordination teams, and
b) other relevant stakeholders (e.g. government and private sector counterparts).
Relevant resource persons and groups such as groups promoting women’s rights, women’s
business associations, gender focal points of partners etc. are consulted during project/
programme design and formulation.
Stakeholders
and Mechanisms to ensure approximate gender parity (40-60%) of beneficiaries and in decision-
Participation making processes are foreseen, e.g. specific outreach activities to the underrepresented
gender.
The budget includes adequate – i.e. realistic and with room for possible contingencies
– financial resources for all envisaged gender-related activities (e.g. a comprehensive
Budget gender analysis with baseline data collection, recruitment of a Gender Expert, gender-
specific substantial activities).
316
MAINSTREAMING
GENDER ISSUES INTO
PROJECT IMPLEMENTATION
326.1 Gender action plan
To facilitate the implementation of gender-responsive The scope of the gender action plan should include both
and gender-specific project activities, an action plan the items included in the results framework as well as
based on the findings of the gender analysis should horizontal activities such as knowledge management,
be developed that identifies opportunities and entry risk management, and communication and advocacy.
points for mainstreaming gender issues into the Systematically monitoring gender-related results (see
project. This gender action plan should mirror the Chapter 7) during implementation is equally important
project’s/programme’s results framework and include and should therefore also be reflected in the gender
gender-specific project/programme components, action plan.
gender-responsive targets and indicators, timelines,
assigned responsibilities, and implementation ar-
rangements.
6.2 Communicating gender-related results
Knowledge sharing and advocacy are crucial for
sensitizing stakeholders and the general public on EXAMPLE OF COMMUNICATING GENDER-
the gender-industry nexus. This includes highlighting RELATED RESULTS
gender-related project/programme results and good
practices on GEEW as well as the efforts of stakeholders A UNIDO project to introduce environmentally
in promoting gender equality. sound management of e-waste supports the
Gender-related results can be communicated in two establishment of a new e-waste treatment,
ways that complement each other: storage and disposal facility in the metropoli-
tan area around the Philippines' capital Manila
» Integrating gender-related results into general as well as safety training for informal workers.
means of communication, such as newsletters,
progress reports, social media channels or A news article has been published on the UNIDO
websites. website that highlights the successful gender
mainstreaming strategy of the project: it points
» Specifically featuring gender-related results out that e-waste dismantlers are mostly women
through news items on case studies and good and that this is reflected through 70% of training
practices, reports with a focus on the nexus of participants being women. It also stresses that
gender and industry etc. the voices of women dismantlers were heard in
Always use gender-inclusive language11 in oral and stakeholder consultations with official repre-
written communication. Use images with both men sentatives of waste picker associations.
and women, reflect both men’s and women’s voices
in stories, and do not replicate gender stereotypes
in visual material. Also, the need to tailor the style,
format and communication channel to the respective
audience, including to different types of stakeholders
(e.g. donors, policymakers, entrepreneurs, project
staff, etc.) equally applies.
6.3 Working with institutions
When working with project/programme stakeholders Also, enhancing the gender-responsiveness of
and partners, including national institutions and institutions and companies should be an integral
enterprises, it is important to clearly communicate part of institutional capacity-building and support.
gender inequality issues and UNIDO’s commitment This could include developing and implementing
to addressing them. a gender policy or strategy backed by a work plan,
discussing gender parity measures and/or establishing
11
For more details, please consult https://www.un.org/en/gender- or strengthening a gender focal point network.
inclusive-language/.
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